Change Theory

Anybody gets anxious when change is introduced into the work place, from added work to uncertainty in how to perform, change is often the enemy. It has happened to all of us, our boss has come in, and said that there is going to be a change, and our reactions are panicky in nature. As humans, we don’t want added stress, we like the status quo, and the thought that we already do things as perfect as can be. However, with all great success and innovations in this world, one had to endure many changes. It is important to always ask how the change will benefit not just the stakeholder, but the customer and the company. In healthcare today, change is everywhere, from electronic medical records, to the affordable care act; uncertainty has never been at a higher peak. It takes process of change and the utilization of change theory order to move forward successfully.

When thinking of change and having an understanding of what change entails, one may look to the most common model of change theory since the 1950’s, and that is Lewin’s Change Theory. Lewin’s theory is known as the “Unfreeze-Change-Refreeze” and it refers to a three-stage process in change. “If you have a large cube of ice, but realize that what you want is a cone of ice, what do you do? First you must melt the ice to make it amenable to change (unfreeze). Then you must mold the iced water into the shape you want (change). Finally, you must solidify the new shape (refreeze)” By analyzing the change from a step by step process, the organization or person, can prepare for what to expect, and plan for the transition. All too often, we hear “if we only knew it was coming” or “if I only had more time to prepare,” Lewin’s theory is the reasoning behind preparation, planning, and implementation.

The unfreezing stage of Lewin’s theory is the motivation to make the change stage. “Unfreezing involves identifying key players that will be affected by the change and gathering them together to communicate ideas and...